Topgrading Hiring Step #10: Conduct Candidate-Arranged Reference Calls 

• The Topgrading method of reference checking is powerful, easy, and fun.  You already know the general approach:
  • Use the TORC technique 
  • You and your tandem interview partner pick the people you want to talk with 
  • The candidate does the work of arranging all the calls 
• It’s frankly fun, after the huge amount of information you’ve gathered about your candidates, to actually talk with their past and/or current bosses and others who know them best 
• You will conclude you know the candidate as well or better than any of them, almost all of your conclusions will be confirmed, and you will get sufficient additional insights to be able to manage your new A Player a bit better 
• What’s the problem the Topgrading method solves?  Even A Players can exaggerate positives and hide negatives 

Conduct the Most Revealing Reference Calls Ever: 

• Conclude the tandem Topgrading Interview with, “We’ll need to go through our notes to develop a list of people, mostly former bosses, we’d like you to arrange personal reference calls with.  So we’ll call you probably tomorrow with the list.” 
• Perform Step #9 – analyze all the information to prepare a Draft Executive Summary, and while doing so specifically look for people you want to talk with 
• Get back to the candidate with the list of people you want to talk with.  The sharpest candidates arrange all calls within one day. 
• Follow the Topgrading Reference Check Guide (abbreviated version below).  Do not delegate this important reference checking to someone else. The tandem interviewers know the candidate the best and only the two of you are sufficiently knowledgeable of the candidate to conduct revealing reference calls. 
• In the reference-check interviews, create the tone of a trusted confidant.  Promise confidentiality and respect it. 

Reference Call Introductory Comments: 

“Hello, (name of person contacted), thank you very much for accepting my call.  As (candidate) indicated, we are considering hiring her and I would very much your comments on her strengths, areas of improvement, career potentials, and how I might best manage her.  Anything you tell me will be held in the strictest confidence.  (Assuming concurrence…) Great, thank you very much.  (Candidate) and I have spent _______ hours together.  I have thoroughly reviewed her career history and plans for the future and I was particularly interested in her experiences when she reported to you.  If you don’t mind, why don’t we start with a very general question.” 

• What are (candidate’s) strengths…and weaker points? 
• On a scale of Excellent, Very Good, Good, Fair, or Poor, how would you rate (candidate’s) overall performance? 
• Why did (candidate) leave? 
• Let me tell you more about the job(candidate) is applying for, and our organizational culture… 
• How would you think (candidate) would fit in such a job? 
• What would be your advice to me for how I could best manage (candidate)? 

After the Reference Call 

• Meet with your tandem interviewer 
• Share all your reference-check notes 
• Decide on whether the candidate should be given an offer 
• And if so, take the time to finalize your Executive Summary 
• In the Executive Summary, include the Individual Development Plan (IDP) suggestions that you’ll share soon after the person starts the job